THE ROLE OF BIG DATA IN TRANSFORMING HR ANALYTICS AND TALENT MANAGEMENT PRACTICES
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Keywords:
Analytical Tools, Big Data, Screening, Talent Management, Human Resources
Abstract
Research aim : Big Data (BD) in HR Analytics has become a valuable resource for companies, especially regarding Talent Management (TM). This study aims to systematize academic input and to clarify the implications and challenges of BD on HR Analytics practice, and TM management is the main contribution.
Design/Methode/Approach : Narrative Literature Review (NLR) was used as a research method to identify and review published literature on BD, HR Analytics and TM.
Research Finding : The results show that BD can be a new tool and methodology for managing employee data and various opportunities for TM and HRM, but also an important challenge at the level of technology application and implementation. Using BD in HR Analytics offers an unprecedented level of intelligence regarding employee characteristics, motivation, and achievements.
Theoretical contribution/Originality : This research is expected to provide a model for implementing big data in HR analytics in companies.
Practitionel/Policy implication : The use of BD related to technology development must take into account the challenges and risks, because data is available everywhere, involving complex data management systems (collection, storage, maintenance and analysis).
Research limitation : This research is limited to the use of Big Data in HR analytics and Talent Management.
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References
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[29] Martin-Rios C, Pougnet S, Nogareda AM. Teaching HRM in contemporary hospitality management: a case study drawing on HR analytics and big data analysis. J Teach Travel Tour 2017;17:34–54. https://doi.org/10.1080/15313220.2016.1276874.
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[33] Calvard TS, Jeske D. International Journal of Information Management Developing human resource data risk management in the age of big data. Int J Inf Manage 2018;43:159–64. https://doi.org/10.1016/j.ijinfomgt.2018.07.011.
[34] Tonidandel S, King EB, Cortina JM. Big Data at Work. 2016. https://doi.org/10.4324/9781315780504.
[35] Wenzel R, Van Quaquebeke N. The Double-Edged Sword of Big Data in Organizational and Management Research: A Review of Opportunities and Risks. Organ Res Methods 2018;21:548–91. https://doi.org/10.1177/1094428117718627.
[36] Halaweh M, El Massry A. A synergetic model for implementing big data in organizations: An empirical study. Inf Resour Manag J 2017;30:48–64. https://doi.org/10.4018/IRMJ.2017010104.
[2] Tetik S, Zaim H. Effects of Talent Management Practices on Organizational Engagement: A QuasiExperimental Study. Eurasian J Bus Econ 2021;14:91–109. https://doi.org/10.17015/ejbe.2021.027.06.
[3] Collings DG, Mellahi K. Strategic talent management: A review and research agenda. Hum Resour Manag Rev 2009;19:304–13. https://doi.org/10.1016/j.hrmr.2009.04.001.
[4] Scullion H, Collings DG, Caligiuri P. Global talent management. J World Bus 2010;45:105–8. https://doi.org/10.1016/j.jwb.2009.09.011.
[5] Dries N. The psychology of talent management: A review and research agenda. Hum Resour Manag Rev 2013;23:272–85. https://doi.org/10.1016/j.hrmr.2013.05.001.
[6] Garcia-Arroyo J, Osca A. Big data contributions to human resource management: a systematic review. Int J Hum Resour Manag 2021;32:4337–62. https://doi.org/10.1080/09585192.2019.1674357.
[7] Angrave D, Charlwood A, Kirkpatrick I, Lawrence M, Stuart M. HR and analytics: why HR is set to fail the big data challenge. Hum Resour Manag J 2016;26:1–11. https://doi.org/10.1111/1748-8583.12090.
[8] McAbee ST, Landis RS, Burke MI. Inductive reasoning: The promise of big data. Hum Resour Manag Rev 2017;27:277–90. https://doi.org/10.1016/j.hrmr.2016.08.005.
[9] Hamilton RH, Sodeman WA. The questions we ask: Opportunities and challenges for using big data analytics to strategically manage human capital resources. Bus Horiz 2020;63:85–95. https://doi.org/10.1016/j.bushor.2019.10.001.
[10] Marler JH, Boudreau JW. An evidence-based review of HR Analytics. Int J Hum Resour Manag 2017;28:3–26. https://doi.org/10.1080/09585192.2016.1244699.
[11] Delery JE, Shaw JD. The strategic management of people in work organizations: review, synthesis, and extension. Res Pers Hum Resour Manag 2001;20:165–97.
[12] Jiang K, Lepak DP, Hu J, Baer JC. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Acad Manag J 2012;55:1264–94. https://doi.org/10.5465/amj.2011.0088.
[13] Sandeepanie MHR, Gamage PN, Perera GDN, Sajeewani TL. Critical Review of Literature on Talent Management Practices. Proc Int Conf Bus Manag 2021;17:1709–31. https://doi.org/10.31357/icbm.v17.5230.
[14] Blass E, Knights A, Orbea A. Developing Future Leaders: The Contribution of Talent Management. Leadersh. Learn., 2008, p. 181–99. https://doi.org/10.1057/9780230584075_11.
[15] Sigroha A, Dahiya S. Talent Management , its Practices and Antecedents : A To cite this version : Journal of Scholastic Engineering Science and Management “ Talent Management , its Practices and Antecedents : A Systematic Review .” J Scholast Eng Sci Manag 2023;2:1–10.
[16] Rampersad HK, Hussain S. Personal Balanced Scorecard. Authentic Gov., 2014, p. 29–38. https://doi.org/10.1007/978-3-319-03113-2.
[17] Alferaih A. Advances in Talent Management Research: A Review of Extant Literature. Emerg. Mark. from a Multidiscip. Perspect., 2018, p. 359–79. https://doi.org/10.1007/978-3-319-75013-2_27.
[18] Al Ariss A, Cascio WF, Paauwe J. Talent management: Current theories and future research directions. J World Bus 2014;49:173–9. https://doi.org/10.1016/j.jwb.2013.11.001.
[19] Rigg C. Managing talented employees. Hum. Resour. Dev. A Concise Introd., vol. 11, 2015, p. 17–26. https://doi.org/10.18276/ejsm.2018.27/2-02.
[20] Khalid F. The Choreography of Talent Development in Higher Education. High Educ Stud 2018;9:40. https://doi.org/10.5539/hes.v9n1p40.
[21] Crowley-Henry M, Al Ariss A. Talent management of skilled migrants: propositions and an agenda for future research. Int J Hum Resour Manag 2018;29:2054–79. https://doi.org/10.1080/09585192.2016.1262889.
[22] Gurusinghe RN, Arachchige BJH, Dayarathna D. Predictive HR analytics and talent management: a conceptual framework. J Manag Anal 2021;8:195–221. https://doi.org/10.1080/23270012.2021.1899857.
[23] McIver D, Lengnick-Hall ML, Lengnick-Hall CA. A strategic approach to workforce analytics: Integrating science and agility. Bus Horiz 2018;61:397–407. https://doi.org/10.1016/j.bushor.2018.01.005.
[24] Minbaeva D. Human capital analytics: why aren’t we there? Introduction to the special issue. J Organ Eff 2017;4:110–8. https://doi.org/10.1108/JOEPP-04-2017-0035.
[25] Hu H, Wen Y, Chua TS, Li X. Toward scalable systems for big data analytics: A technology tutorial. IEEE Access 2014;2:652–87. https://doi.org/10.1109/ACCESS.2014.2332453.
[26] Lamba K, Singh SP. Big data in operations and supply chain management: current trends and future perspectives. Prod Plan Control 2017;28:877–90. https://doi.org/10.1080/09537287.2017.1336787.
[27] Jaiswal A, Arun CJ, Varma A. Rebooting employees: upskilling for artificial intelligence in multinational corporations. Int J Hum Resour Manag 2022;33:1179–208. https://doi.org/10.1080/09585192.2021.1891114.
[28] Fitz-enz J. The New HR Analytics. 2010. https://doi.org/10.1007/978-3-030-83070-0_1.
[29] Martin-Rios C, Pougnet S, Nogareda AM. Teaching HRM in contemporary hospitality management: a case study drawing on HR analytics and big data analysis. J Teach Travel Tour 2017;17:34–54. https://doi.org/10.1080/15313220.2016.1276874.
[30] Kravariti F, Johnston K. Talent management: a critical literature review and research agenda for public sector human resource management. Public Manag Rev 2020;22:75–95. https://doi.org/10.1080/14719037.2019.1638439.
[31] Russell RS, Taylor BW. Operations Management: Creating Value Along The Supply Chain. 7th ed. United States of America: John Wiley and Sons, Inc; 2011.
[32] Russell C, Bennett N. Big data and talent management : Using hard data to make the soft stuff easy. Bus Horiz 2015;58:237–42. https://doi.org/10.1016/j.bushor.2014.08.001.
[33] Calvard TS, Jeske D. International Journal of Information Management Developing human resource data risk management in the age of big data. Int J Inf Manage 2018;43:159–64. https://doi.org/10.1016/j.ijinfomgt.2018.07.011.
[34] Tonidandel S, King EB, Cortina JM. Big Data at Work. 2016. https://doi.org/10.4324/9781315780504.
[35] Wenzel R, Van Quaquebeke N. The Double-Edged Sword of Big Data in Organizational and Management Research: A Review of Opportunities and Risks. Organ Res Methods 2018;21:548–91. https://doi.org/10.1177/1094428117718627.
[36] Halaweh M, El Massry A. A synergetic model for implementing big data in organizations: An empirical study. Inf Resour Manag J 2017;30:48–64. https://doi.org/10.4018/IRMJ.2017010104.
Published
2024-10-28
How to Cite
Anwar, U. A. A. (2024). THE ROLE OF BIG DATA IN TRANSFORMING HR ANALYTICS AND TALENT MANAGEMENT PRACTICES. JURNAL NUSANTARA APLIKASI MANAJEMEN BISNIS, 9(2). https://doi.org/10.29407/nusamba.v9i2.19964
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Copyright (c) 2024 Umari Abdurrahim Abi Anwar
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